Why Companies Like Google, IBM, and Apple No Longer Require College Degrees
Skills-Based Hiring, Credential Inflation & Labor Market Data
The Higher Education Lab | Credential Collapse Series (2/5)
In 2013, Laszlo Bock, then Google’s senior vice president of People Operations, told The New York Times something that contradicted everything families believed about elite employment: “GPAs are worthless as a criteria for hiring, and test scores are worthless.” By 2018, Google had dropped degree requirements for most positions entirely.
That wasn’t ideology. It was data.
When Google analyzed the relationship between academic credentials and job performance across 15,000 hiring decisions, they found effectively zero correlation. The people with perfect GPAs from elite universities performed no better, and often worse, than candidates who learned through non-traditional pathways (Bock, 2015).
IBM followed in 2016. Apple in 2018. By 2024, more than half of Fortune 500 companies had eliminated bachelor’s degree requirements for significant portions of their workforce (Society for Human Resource Management, 2024).
What these companies discovered wasn’t that education doesn’t matter. They discovered that the diploma had stopped measuring what they thought it measured.
The Credential Signal Broke Down
Think about what happens in a traditional hiring process. HR receives 500 applications for an entry-level position. They need a filter. For decades, that filter was: “Bachelor’s degree required.”
Simple. Efficient. And increasingly wrong.
The credential was supposed to signal:
Intellectual capability
Work ethic and discipline
Baseline professional competence
Ability to learn complex material
What it actually signaled:
Access to €80–120K in family wealth or debt tolerance
Four years of relative freedom from financial pressure
Ability to navigate institutional bureaucracy
Performance on standardized assessments
Those aren’t the same thing. And employers started noticing.
Ginni Rometty, when she was IBM’s CEO, described the problem directly: “If you’re looking for the diploma, you’re filtering out the very people you should be hiring” (2016). Companies needed builders, people who could execute in ambiguous situations, iterate based on feedback, and produce under real constraints. The degree filter was systematically excluding exactly that profile.
LinkedIn’s 2024 workforce report quantified the shift: Companies that removed degree requirements from job postings received 9 times more applications and reported measurably higher employee retention rates. When you hire for demonstrated capability rather than credential possession, you get people who already proved they could do the work.
What Companies Started Measuring Instead
Once employers stopped using degrees as proxies, they had to answer a harder question: What actually predicts job performance?
The answer turned out to be simpler than the credential filter: proof that someone can do the work.
Google developed structured skills assessments. Candidates complete real project simulations under time constraints. No credential required — just demonstrate you can execute (Wall Street Journal, 2023).
IBM launched “new collar” programs focused on apprenticeship-style learning. No bachelor’s degree needed, but you had to show you could build actual technology solutions (IBM, 2020).
Apple emphasized portfolios over résumés for technical roles. Show us what you’ve built. Open-source contributions, published projects, working products, evidence over credentials (Fortune, 2019).
The pattern across these shifts: Companies wanted verification they could assess directly, not credentials they had to trust.
This created an opening. If employers care more about demonstrated capability than accumulated credentials, then education should be structured around producing outputs employers can evaluate. Not maximizing exam scores. Not accumulating course credits. Building verifiable proof of competence.
The Competency Demonstration Model
McKinsey’s analysis of organizational hiring found that 78% of high-performing employees demonstrated three capabilities consistently: project execution, clear communication, and iterative problem-solving (2023). Notice what’s not on that list: GPA. Institutional prestige. Examination performance.
What matters is whether you can:
Execute projects from ambiguous requirements to delivered results
Communicate clearly with stakeholders who aren’t experts
Improve your work based on critical feedback
Build something valuable under real constraints
Those competencies are demonstrable. You can show them through:
Published articles that external editors accepted
Consulting projects where paying clients validated your deliverables
Businesses you launched that generated actual revenue
Code you wrote that other developers use
Designs you created that clients implemented
The market has the infrastructure to verify all of these outputs. Published articles exist publicly. Client testimonials are checkable. Revenue is documentable. GitHub commits are auditable.
What the market cannot easily verify: whether you memorized material for exams and forgot it three weeks later.
How One University Restructured Around This
This is why the Paris School of Entrepreneurship redesigned degree programs around demonstrated competencies rather than credential accumulation.
PSE is an independent private higher education institution recognized by France’s Ministry of Education, offering Bachelor (3–4 years), Master (2 years), and PhD (3 years) programs with a fundamentally different assessment model.
The core innovation: Students demonstrate competencies through public outputs that employers can verify directly.
Assessment requirements:
Publish 2–4 articles per year in recognized venues (Medium with significant engagement, industry publications, academic journals as students advance — not blog posts, actual editorial oversight)
Complete 2–3 consulting projects annually with real clients providing structured feedback
Launch 1–2 businesses over the degree duration generating documented revenue (€500 minimum for Bachelor, €2K+ for Master/PhD)
This isn’t easier than traditional university. It’s arguably harder. You can’t pass by memorizing textbooks and performing well on exams. You have to produce work that external validators, publishers, clients, customers actually accept.
The model is hybrid: Students can study from anywhere and engage Paris’s intellectual ecosystem strategically. Station F (the world’s largest startup campus) for entrepreneurship. Paris School of Economics for research seminars. OECD and UNESCO for policy work. Collège de France for intellectual culture. Students aren’t confined to a single campus or required to relocate; they access these institutions as needed for their projects and businesses.
Coursework uses certificate-granting EdX courses from HarvardX, University of Michigan, ImperialX, and similar institutions. Students complete the same rigorous content as on-campus students at these universities and earn verifiable certificates. Instead of final exams that test memorization, assessment happens through Jury defenses twice per year — 30-minute faculty sessions where students must apply course concepts to new scenarios, demonstrating actual understanding rather than temporary retention.
At graduation, students have:
A French degree
6–12 published articles (Bachelor) or 8+ articles (Master) in recognized venues
2–3 consulting client testimonials
1–2 businesses launched with documented revenue
Certificates from Harvard, Michigan, and Imperial validating coursework completion
When a hiring manager evaluates these graduates, they’re not trusting an opaque GPA. They’re reviewing public work: articles they can read, businesses they can verify, and clients they can contact.
Program cost: €8–11K per year, roughly one-third of comparable elite programs (€30–50K/year). Total cost for Bachelor: €24–44K depending on completion timeline. The hybrid model means students maintain the local cost of living rather than paying for expensive campus housing.
Admissions reflects the competency focus: 48-hour decision timelines, three start dates annually (Fall semester starts October, deadline May 31; Summer semester starts May, deadline March 31; Winter semester starts February, deadline November 30), and open enrollment based on skills assessment rather than credential screening. The institution selects for ambition, diligence, and entrepreneurial mindset — not perfect test scores or previous degree possession.
This is not a pitch. It’s a description of what becomes possible when you structure education around what companies like Google, IBM, and Apple actually discovered they need: demonstrated competencies, not credential collection.
Where This Goes Next
The Fortune 500 companies that eliminated degree requirements aren’t outliers anymore; they’re early indicators of a broader market shift.
State governments are following. In 2024, Maryland and Pennsylvania both passed legislation removing bachelor’s degree requirements for more than 40% of state jobs (National Governors Association, 2024). Utah, Colorado, and Michigan had already moved in this direction. The pattern is clear: credential requirements are being systematically dismantled across both private and public sectors.
This creates an asymmetric opportunity. Students who organize their education around building verifiable portfolios enter a labor market that increasingly rewards exactly that. Students who focus on maximizing GPAs and collecting course credits are optimizing for a signal that’s depreciating.
The question for anyone investing 3–4 years in education: What will the market value in 2028? Transcripts? Or demonstrated capability?
Google, IBM, and Apple answered that question with their hiring practices. They stopped requiring the credential and started assessing the competence directly.
The institutions that restructure education accordingly will produce graduates who fit what employers actually need. The institutions that maintain examination-based assessment will produce credentials that the market increasingly ignores.
That’s not a prediction. It’s already happening.
For students evaluating degree paths: PSE offers a framework comparing credential-based and output-based education models at parisschoolofentrepreneurship.com/framework
Applications: 48-hour decisions. Three start dates per year.
Fall semester (October start): Deadline May 31., Summer semester (May start): Deadline March 31., Winter semester (February start): Deadline November 30.
Apply at parisschoolofentrepreneurship.com/onlineapplication or by email at contact@parisschoolofentrepreneurship.com
FAQ — Skills-Based Hiring & Degree Requirements
Why did companies like Google, IBM, and Apple drop degree requirements?
Because degrees became a weak proxy for job performance. These employers shifted toward evidence they can assess directly: skills tests, work samples, portfolios, apprenticeships, and project simulations.
Does this mean college is useless?
No. Education still matters. The change is about the hiring signal: employers increasingly want proof of capability, not just credential possession.
What are employers using instead of degrees?
Skills assessments, project simulations, portfolios, certifications, apprenticeship pathways, and verifiable outputs (published work, client projects, revenue-generating ventures, auditable code or deliverables).
What is “skills-based hiring” in simple terms?
Hiring decisions based on demonstrated competencies and proven work outputs rather than filtering candidates primarily by degrees, school prestige, or GPA.
How can a student build a “verifiable portfolio” while studying?
Publish credible work (articles, research, analyses), complete real client projects with feedback, build products/ventures with measurable traction, earn recognized certificates, and document outcomes publicly.
How does Paris School of Entrepreneurship (PSE) align with this shift?
PSE evaluates and graduates students through demonstrated competencies: published outputs, client-validated consulting work, and ventures with documented revenue—so graduates leave with an accredited degree plus portfolio evidence employers can verify.
Is the best strategy “degree only” or “portfolio only”?
Increasingly, the strongest position is both: an accredited pathway plus verifiable outputs. The market is rewarding candidates who can prove competence, not just claim it.
Private Institute Of Higher Education
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